In my previous blog we have discussed how to take technology into the classroom and also the features of a training solution that can take technology outside the classroom. Here let us look at those features in detail.
Taking Technology OUTSIDE Classrooms
The features of this training solution are as follows:
Byte-size learning modules: Regardless of how you design the course, people can only digest some amount of information. Instead of an hour long course, you may consider 5 ten-minute courses, where you can tackle smaller topics that are easier to process. They’re small, bite-size chunks of the course content. Give them some information and then a quick way for them to apply it. Then space it over time. Spacing the information over a period of time, will help them retain what they’re learning.
On-demand training: If employees get to use the knowledge that they receive through training immediately, chances are that they retain the knowledge longer. Thus, there should be a mechanism where employees can take the training just when they need it. That way, they not only are more enthusiastic about the training program, but also get to apply the knowledge gained to the job – which is the ultimate aim of training anyway! Therefore, training needs to be systematically planned for employees, in such a way that it can be accessed by them as and when they require it, in the format most convenient for employees, at that point of time. An individual should be able to access the course in multiple formats – that is through Smartphones, iPods, tablet PCs or simple PDFs.
When such an option exists, it would be easier for employees to take the courses anytime, anywhere, such as time between meetings, or as he is waiting to board an aircraft or, even on his way to work, if it is made available in the form of podcast! Chances are that the courses receive higher participation, if made available on-demand.
Quick access to resources: Employees need a lot of resources – It could be forms, guides, templates, job aids or product and service information. It is not enough just to host trainings. What is required, is to also make training resources available in a manner that they are linked to the actual trainings. Organizations may have excellent resources, but when these are scattered all over the place, without any direction on when to use what, learners simply don’t make use of these resources. So, it is important to organize these resources carefully, link them to courses, make them available on search, through comprehensive metadata and to have experts recommend them to learners, through related discussions in the community of practice. What is important is making information available in the format that is easily usable for the employee.
Collaborative or informal learning: A lot of learning happens informally within an organization. Providing a platform to enhance and enrich this learning experience can be very fruitful to an organization. Employees encounter interesting experiences, which they can share to enrich each other’s learning experience. They can seek counseling about convincing difficult customers or selling products. Online forums, discussion boards, wikis or blogs could be integrated into the professional learning environment, where employees can interact, collaborate and learn from a larger network of professionals, within the organization.
Organizations such as Intel have created Learning Community of Practice (LCop), wherein professionals across the company, irrespective of their locations can interact, collaborate and provide value-addition to each other, in a dynamic learning environment. It is an ideal learning and training solution for decentralized organizations. Companies can create their own Wikis, blogging pages and Podcasts and solicit employee participation.
Organizations can moderate groups on social media sites such as LinkedIn, Facebook and so on, where informal peer-to-peer interaction takes place. Stimulating questions related to products, customer queries etc. can be posed to make the group lively and interactive. Seeking help through normal channels may be time-consuming and in all probability, a sales person might not even have access to the right person. Having a panel of experts, to answer queries in the learning environment, makes it easy for the sales person to seek help. Such a facility can be easily incorporated into the existing LMS or company intranet.
Virtual classrooms: Virtual classrooms are the quickest way to leverage technology for learning. You don’t need any eLearning courses for this, but just virtual meeting software, such as Adobe Connect. The instructor can schedule a session and have geographically dispersed participants log on. Most universities, both in India and abroad, are beginning to implement this. One of the advantages is that these sessions can be recorded by the virtual meeting software itself and made available to others, who couldn’t attend the live session.
It is very important to plan before designing a training program for them. Training format such as the above, best suits their personalities and will ensure that they are groomed successfully to accept future responsibilities.
Subscribe to Our eLearning Design Blogs
Get CommLab's latest eLearning articles straight to your inbox. Enter your email address below:
One of the most challenging tasks of an instructional designer to engage the learner in the self- paced learning environment. Unlike a classroom training session, where an instructor engages the trainee, an eLearning course is devoid of human interaction.
Welcome to today’s post. Having recently purchased a smart watch, I sat down to see if this wearable device can be used to facilitate a learning experience. I’ve heard people complain that mobile devices are too small to be used as a complete learning solutions. If that’s the case, how does one expect to learn using the mini displays of these smart watches that hardly provide any readability? Are these devices designed only to display notifications on your wrist and measure the calories that you’ve burnt in a day? The answer is NO. Today, I’ll share some of my ideas on how these devices can be used as quick learning tools.
We see a lot of movies, TV soaps and dramas. But, how many of us know what it takes to create an entertaining program? It is a long process with several steps involving many people. Similarly, to produce a top-notch online course, we need to follow a well-defined process. In this blog, we will look at the 3 stages in which an eLearning course is made.
We often hear phrases such as learner centric courses, learner focused courses and so on. But, what exactly is a learner-centric course?
Audio plays a key role in enhancing the effectiveness of eLearning courses. It reduces the cognitive load on the learner and ensures better learning. But, how can you make sure that the audio you use in your eLearning course is first-rate? Well, efficient editing goes a long way in producing excellent audio.
E-learning designers use diferent tools and techniques to make online courses engaging. But, how can you ensure success with your eLearning courses? The answer is to use a learner-centric approach. We tend to focus a lot on making the content meaningful, adding interactivities, creating scenarios, etc. But, do we really think how relevant these techniques are to our learners?
Training plays a key role in enhancing productivity levels in an organization and also results in enhancing the efficiency of the organization, which in turn fuels its growth. An effective training needs analysis helps you identify the right training program that will benefit your employees to build up their skills and competencies. But, what does it take to provide training of the highest quality to your employees? How important are these skills and competencies to your workforce? How does one create effective workforce training materials? The first step towards developing an effective training program is to have an appropriate plan. But, where do we start from?
Mankind learns best by example and observation. This is demonstrated in babies who learn every second by observing and imitating the environment and people around them. This fact holds good for adults too. Adults also learn by experimenting on their own and through trial and error. Think of the caveman who discovered fire by accidentally striking two stones together out of sheer boredom.
Welcome to today’s post. Being a native of the country where we watch movies in the middle of advertisements on television, I started wondering how these ad film makers desperately try to hold the viewers from switching the channel. I’m amazed by the creativity levels in some of the advertisements that drive the interest of the viewer irrespective of the relevance of the product to him. There are many things in common between the development process of eLearning courses and film making which you can learn from this cool elearning development and ad-film makersinfographic.
Going green – this is much more than a slogan or a corporate policy. It is a necessity. Protecting our environment is vital to our very survival. As the menacing problem of pollution is increasing with each passing day, saving Mother Earth is humanity’s topmost priority.